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* Login * Contact * Resources * FAQs * Watch Demo * Register/Login Select Page * Resources * FAQs * Watch Demo * Register/Login * Login * Contact ATTENDING SHRM 2024? Let us know if you’ll be in Chicago for the Society for Human Resource Management (SHRM) Annual Conference and Expo June 23 – 26, 2024. Let us know then swing by our booth #1558 for a cool gift. Tell Us You Will Be There CUSTOM DESIGNED HR Audits| Auditocity is the only platform that can give you clear insights for compliance and best practices, no matter the size of your business. * You want to get things right. * We are here to help. * Meet your new HR best friend. Get HR Resources What's New In Compliance LET’S FACE IT: COMPLIANCE IS A NEVER-ENDING TASK. AND BEST PRACTICES? CONSTANTLY EVOLVING. Searching for the latest state and federal compliance for your company. The ever-changing nature of the best way to operate your human resources functions. Avoiding costly fines and penalties and wondering if you are missing anything. NOW YOU HAVE A POWERFUL AUTOMATION PLATFORM ON YOUR TEAM. TRUSTED Proven audit framework used in some of the nation’s most well-known brands. DETAILED Thorough audit with over 380 questions ensures you are up-to-date. SECURE Easy to follow step-by-step guide safely collects your information. ACTIONABLE Get clear next steps on what to correct to become a best-in-class business. TRUSTED Proven audit framework used in some of the nation’s most well-known brands. DETAILED Thorough audit with over 380 questions ensures you are up-to-date. SECURE Easy to follow step-by-step guide safely collects your information. ACTIONABLE Get clear next steps on what to correct to become a best-in-class business. HERE’S HOW WE WORK Whether you are a small business owner, an HR leader in a mid-sized company, a consultant looking to add HR to your competencies, or a C-suite HR leader looking for a more cost-effective audit tool—Auditocity is for you. ANSWER QUESTIONS ABOUT YOUR COMPANY Tell us about your unique business using our exclusive, easy-to-use tool. COMPLETE CUSTOM AUDIT AND REVIEW FINDINGS Receive a comprehensive audit report with your next steps. ENJOY PEACE OF MIND WITH YOUR HR PROCESSES Now you can access year-round resources to eliminate compliance and HR guesswork. LEARN ABOUT AUDITOCITY Watch Demo "DIFFICULTY FINDING AUDITS AND ANSWERS ARE MAIN REASON BUSINESSES DON’T AUDIT MORE FREQUENTLY. AUDITOCITY MADE IT EASY TO KNOW WHAT WE NEED TO FOCUS ON." ~CHARLOTTE J., CFO | Financial Services | 100+ employees "DIFFICULTY FINDING AUDITS AND ANSWERS ARE MAIN REASON BUSINESSES DON’T AUDIT MORE FREQUENTLY. AUDITOCITY MADE IT EASY TO KNOW WHAT WE NEED TO FOCUS ON." ~CHARLOTTE J., CFO | Financial Services | 100+ employees "DIFFICULTY FINDING AUDITS AND ANSWERS ARE MAIN REASON BUSINESSES DON’T AUDIT MORE FREQUENTLY. AUDITOCITY MADE IT EASY TO KNOW WHAT WE NEED TO FOCUS ON." ~CHARLOTTE J., CFO | Financial Services | 100+ employees PreviousNext 123 WHY IS HR COMPLIANCE IMPORTANT? Human Resources (HR) compliance is crucial for any organization to ensure that it operates in a legally and ethically sound manner. HR compliance refers to the Read More WHAT IS A HUMAN RESOURCES AUDIT? Human Resources (HR) compliance is crucial for any organization to ensure that it operates in a legally and ethically sound manner. HR compliance refers to the Read More SUCCESS STORY: AVOIDED MILLIONS IN COSTLY FINES Our 15+ comprehensive compliance assessments help hundreds of brands save millions in fines, fees, and lost bottom-line revenue. For (client first name / industry) the audit revealed several areas that could have resulted in over $MM in fines. Thanks to their Auditocity report, they were able to make the necessary updates in time. Watch Demo MANY BUSINESSES DON’T REALIZE THAT THEY EVEN NEED AN AUDIT UNTIL IT’S TOO LATE. Take a look and see if an HR audit is right for you. Watch Demo SEE THE LATEST FROM OUR FREE RESOURCE LIBRARY THE DANGERS OF NOT COMPLYING WITH EEOC REGULATIONS By Gia Wiggins While running a business is a positive and rewarding experience, taking care of employees and ensuring we are a good steward of our most valuable asset, our team, is critical. Compliance with rules and regulations set forth by the government is a necessary start. Ensuring that your business ... Read More WHY ARE HR AUDITS SO IMPORTANT? By Gia Wiggins Human Resources (HR) audits may not always be at the top of a company's priority list however, understanding the significance of HR audits and integrating them into your business strategy is vital. Read on to discover why they’re so significant, and how they can be a game-changer for your ... Read More HR COMPLIANCE IN REMOTE WORK ENVIRONMENTS: CHALLENGES AND SOLUTIONS By Gia Wiggins Remote work has become a prevalent and even permanent fixture in the modern workplace over the last few years. This shift wasn’t originally presented as an option, but rather a nonnegotiable, and while it offers numerous benefits, it also brings about a unique set of challenges, especially in ... Read More WHAT’S NEW IN COMPLIANCE The latest news from The Department of Labor, HRCI, and SHRM. Challenges and choices: Highlights from Triad 2024 Challenges and choices: Highlights from Triad 2024 Acting Secretary of Labor Julie Su and Federal Mediation and Conciliation Service Deputy Director for Field Operations Javier Ramirez at the Triad 2024 Conference in New York City. The Triad 2024 Conference recently held in New York City brought together practitioners, academics and neutrals, such as mediators and arbitrators, in labor relations to discuss key domestic and international labor issues. This joint conference combined three events, drawing over 1,300 attendees: * Federal Mediation and Conciliation Service 2024 National Labor-Management Conference * Labor and Employment Relations Association 76th Annual Meeting * International Labour and Employment Relations Association 20th Triennial World Congress The Conference featured plenary sessions, workshops and keynote addresses, including remarks by Acting Secretary of Labor Julie Su and National Labor Relations Board General Counsel Jennifer Abruzzo. The theme, “Challenges and Choices at Work in a Time of Heightened Worker Activism,” set the stage for discussions on sustainable labor relations practices in the modern workplace. OLMS IMPACT The Department of Labor’s Office of Labor-Management Standards participated in two sessions that addressed key issues facing today’s workplaces. These sessions focused on the importance of collaboration and joint problem-solving, understanding the value of worker voice, and greater transparency at work. * “The Power of Partnerships: A National Labor-Management Partnership Approach,” highlighted the importance of labor and employers working together to achieve innovation solutions. Attendees learned about new tools and resources available to help them achieve success in collaborating with their labor or employer counterparts with the goal of fostering greater trust in the workplace. * “Sustaining the Revival of the Labor Movement,” presented in collaboration with our colleagues from the department’s Bureau of International Labor Affairs, was dedicated to strategies for promoting worker organizing and protecting workers' rights in the modern labor climate. We emphasized the need for effective enforcement of labor laws and the importance of allowing workers to exercise the right to organize a union and advocate for their collective rights. We also discussed the department’s new policy and research initiatives to advance worker voice at home and abroad. KEY TAKEAWAYS AND MOVING FORWARD Triad 2024 highlighted the growing impact of technology, emphasizing the need for continuous skill development and updated labor practices. Workers who lack essential protections and may be more vulnerable to labor abuses – particularly those in gig and temporary roles -- need stronger enforcement of labor standards and expanded worker rights. Economic equity and inclusion were also central themes, accentuating the importance of policies that support all workers. Overall, Triad 2024 underscored the need for continuous innovation and cooperation to address challenges to companies and their employees. Moving forward, expanding worker protections and fostering partnerships for inclusive growth are essential to ensure all workers can thrive in an evolving job landscape. The need for continued collaboration and innovation through effective labor-management partnerships will benefit both employers and workers and are vital for maintaining a healthy labor-management relationship. Andrew Hasty is a policy and law advisor with the Department of Labor’s Office of Labor-Management Standards. Darnice Marsh is the labor-management partnership coordinator in the Department of Labor’s Office of Labor-Management Standards. Koebel.Tiffany… Thu, 07/11/2024 - 13:36 Andrew Hasty, Darnice Marsh Tags: * Labor-Management Partnership * collective bargaining * labor relations Read more www.fmcs.gov 4 days ago 6 steps to an effective job hazard analysis 6 steps to an effective job hazard analysis All workplaces have job hazards. Whether you are a construction worker working at heights, an agricultural worker handling a chemical substance, or a warehouse worker lifting heavy objects, these hazards can cause injurie, illnesses, and even deaths. WHAT IS A JOB HAZARD ANALYSIS? A job hazard analysis, or JHA, helps you identify and control unrecognized hazards, as well as hazards that might emerge when there are changes such as a new process or piece of equipment. The goal of any JHA is to discover: * Potential consequences and worst-case scenarios * How an incident could happen * Contributing factors * The likelihood that an incident could occur * Hazard controls This ongoing process of identifying and assessing hazards and hazardous situations is a critical part of any effective safety and health program. JOB HAZARD ANALYSIS STEPS 1. Select and prioritize jobs to analyze When conducting a JHA, start with the jobs where a potential injury or illness could be severe or the jobs that frequently result in injuries or near misses when performed. Engage ALL your workers and review your records to help you decide. 2. Analyze all steps of the job After you select the job to analyze, detail all aspects of the job performed. This is critical so that workers can review the JHA and best prepare to safely complete the job. You can make videos and take photos to help record this process. 3. Look at each step of the job for hazards Next, identify all the hazards associated with the job. Review all previous injury or illness records and consider the worst-case scenarios that the hazards could cause. Hazards can typically be broken down into these categories: machine-related, physical barriers, biological, chemical or ergonomic. 4. Describe the hazards Now that you have identified the job hazard, put on your detective hat to determine: Who does the hazard affect? What causes the hazard? What are other contributing factors? When is the hazard likely to impact workers? Where does the operation occur? Lastly, why would an accident occur? 5. Select, install, maintain and review controls After you describe the hazards, explain the most effective way to control the hazard and prevent injuries. Refer to the hierarchy of control methods that includes 1) elimination, 2) substitution, 3) engineering controls, 4) administrative controls and 5) personal protective equipment. 6. Review your job hazard analysis Congratulations! You developed a JHA! As a last step, be sure to review the JHA and continually update it as aspects of the job change or evolve. SIGN UP FOR SAFE + SOUND WEEK! Ready to put a JHA into action? This August, join us for Safe + Sound Week as we complete The Hunt for Hazards to uncover hazards while completing a job hazard analysis. Sign up to participate in Safe + Sound Week and join the conversation online using #SafeAndSoundAtWork. Koebel.Tiffany… Tue, 07/09/2024 - 11:43 Occupational Safety and Health Administration Tags: * Occupational Safety and Health Administration (OSHA) * Safe + Sound Week * Hazards * featured Read more www.osha.gov 6 days ago Tips for the LGBTQIA+ community to improve your physical and mental health Tips for the LGBTQIA+ community to improve your physical and mental health We know that many LGBTQIA+ individuals face unique challenges to their physical and mental health and financial security. In 2022, half of LGBTQIA+ adults had less than $50,000 in household savings and investments, compared to 38% of non-LGBTQIA+ adults. LGBTQIA+ adults have higher poverty rates than non-LGBTQIA+ adults. LGBTQIA+ adults also have less income and job stability than non-LGBTQIA+ adults. LGBTQIA+ adults are more likely than non-LGBTQIA+ adults to report using their savings and credit cards to meet their usual spending needs and to be unable to handle a $400 emergency expense with cash or its equivalent. LGBTQIA+ individuals also often face different issues related to their physical and mental health. They are more likely to report being in fair or poor health than non-LGBTQIA+ people. LGBTQIA+ adults were also two to three times more likely to report to have a mental illness than non-LGBTQIA+ adults and were much more likely to have had serious thoughts of suicide. That’s why it’s important for workers in the LGBTQIA+ community and their loved ones to make the most of your health coverage and protections to get needed health care at a low or no cost. The Employee Benefits Security Administration (EBSA) has tips to help you improve your physical and mental health in a cost-effective way: Understand your health coverage. Whether your health coverage is through your job or another source – review the information from your health plan to understand what benefits are covered. Then use it to help cover the costs for doctor visits, recommended screenings, prescriptions, and more. Take control of your health – early detection can improve treatment outcomes and quality of life. Check your health plan documents for information about coverage for treatments and medications that you and your family may need. Use your mental health benefits. Many job-based health plans cover mental health services such as counseling, therapy and screenings for anxiety. Mental health parity laws generally require that mental health and substance use disorder benefits are provided with no more restrictions than medical and surgical benefits. When seeking treatment, you shouldn’t face barriers or roadblocks that don’t exist for medical and surgical benefits. Remember, your mental health is as crucial as your physical health to your overall well-being. Find out what services are available to you and use them. Check Understanding Your Mental Health and Substance Use Disorder Benefits for more information. Know your protections. There are many important health benefit protections under federal law including some protections that can help you get health services at low or no cost. Knowing them ahead of time will prepare you to make informed decisions when needed to take advantage of your rights and get the health coverage you deserve. These protections give you the right to information about how your health plan works, access to a claims process, coverage of specific medical conditions, and essential health services including key screenings and checks, as well as prohibiting preexisting condition exclusions and lifetime and annual limits on essential health benefits. Visit dol.gov/ebsa to learn more about the protections for your job-based health coverage. Continue your health coverage. Changing jobs can mean a loss of health coverage. Before switching jobs, ask your potential employer about the health plan offered. Ask about what it covers, the costs you'll pay, and whether you can continue with the same doctors. Check if the plan has a waiting period before you can enroll in coverage. COBRA may give you the opportunity to purchase temporary extended health coverage offered by your former employer while you are looking for a new job or during a waiting period for health benefits imposed by your new employer. Explore your health coverage options. If your job does not offer health coverage, you have options. If you’re under age 26, check to see if your parents’ plan covers dependents. If you’re married, you may be able to obtain coverage through your spouse’s plan. Check your health plan documents for information regarding coverage of same sex spouses and domestic partners. If you have a baby or adopt a child, you and the child may have a special enrollment opportunity to join your plan or your spouse’s plan before the next open enrollment season. There are additional options beyond job-based plans including government programs such as Medicare and Medicaid as well as the Health Insurance Marketplace. Get help. If you have questions or problems related to your job-based health plan, you can speak to an EBSA Benefits Advisor by calling 1-866-444-3272 or online at askebsa.dol.gov. We can help you with understanding your health plan coverage and working with your plan administrator to get answers to your questions and resolve any issues. Follow these simple tips to improve your physical and mental health. You will have the added benefit of improving your quality of life! As Oscar Wilde said, “To love oneself is the beginning of a lifelong romance.” Lisa M. Gomez is the Assistant Secretary for the Department’s Employee Benefits Security Administration. Holloway.Loryn… Mon, 07/08/2024 - 11:41 Lisa M. Gomez Tags: * Employee Benefits Security Administration * Employee Benefits Security Administration (EBSA) Read more Understanding Your Mental Health and Substance Use Disorder Benefits www.dol.gov July 8 EMPLEO: 20 years of fighting worker exploitation EMPLEO: 20 years of fighting worker exploitation EMPLEO members representing several organizations, including the Wage and Hour Division, celebrate its 20th anniversary. This summer marks the 20th anniversary of Employment, Education, and Outreach, known as EMPLEO — a unique alliance of government agencies, consulates and nonprofit organizations dedicated to promoting labor rights awareness among immigrant communities across multiple states. EMPLEO began in the greater Los Angeles area, where its founders were alarmed by the exploitation of workers who faced labor rights abuses. Immigrants unfamiliar with their workplace rights were often targeted by unscrupulous employers. Staff from the U.S. Department of Labor's Wage and Hour Division and other enforcement agencies faced significant barriers in reaching these workers with important information due to their mistrust and skepticism of government’s potential to help them. Priscilla Garcia-Ocampo signs the 10-year renewal of the EMPLEO alliance with the Wage and Hour Division. We reached out to the Catholic Diocese of San Bernardino, California, a trusted source of information and support for many immigrants. The diocese, along with other community and faith-based organizations, had established strong bonds with these workers. By collaborating with these organizations, we hoped to build a bridge to gain workers' trust and provide the assistance they needed. In 2004, EMPLEO was officially formed with consulates from countries in Central America, with nonprofit agencies (including the Catholic Diocese of San Bernardino and Hispanic Chamber of Commerce), and with federal and state government agencies. Together, we were able provide essential outreach and education about worker rights. A toll-free hotline also was set up for Spanish-speaking immigrants to inquire about their rights and report workplace abuse. The EMPLEO hotline – 877-555-AYUDA – has proven to be a crucial resource for workers unsure of where to turn. Our Southern California partner, The Coalition for Humane Immigrant Rights (CHIRLA), is now leading the development of a new EMPLEO website and answers incoming hotline calls, which are referred to the appropriate organization, consulate, or state or federal agency. Since it began, EMPLEO has grown to include a wide range of partners and has expanded its geographical reach across the country. In Southern California, EMPLEO Pinoy was established and provides a separate hotline for Tagalog-speaking immigrants: 877-885-6641. Through the EMPLEO hotline, the federal Wage and Hour Division has recovered more than $15 million in back wages for nearly 15,000 workers. EMPLEO has played an important role in uncovering violations such as employers’ failure to pay the minimum wage and overtime, and issues of worker retaliation. We take immense pride in how this alliance has grown into a powerful collaboration to protect the rights of workers. Today, we all stand united to address exploitation and empower workers to exercise their rights on the job. Priscilla Garcia-Ocampo is the deputy director of enforcement for the Western Region in the Department of Labor’s Wage and Hour Division and a founding member of the EMPLEO program. Follow the division on X at @WHD_DOL and on LinkedIn. Koebel.Tiffany… Wed, 07/03/2024 - 12:14 Priscilla Garcia-Ocampo Tags: * EMPLEO (Employment Education and Outreach) program * Wage and Hour Division (WHD) * back wages Read more www.chirla.org July 3 Older and wiser, but not richer: The gender pay gap for older workers Older and wiser, but not richer: The gender pay gap for older workers Older women are losing out President Biden recently identified older workers as the “Backbone of the Nation.” While that may be the case, older women workers – who comprise 47% of the labor force ages 55 and older – are plagued by a gender wage gap that is even larger than the one their younger counterparts experience. Among workers ages 50 or older, women working full-time and year-round are paid about 75 cents for each dollar their male counterparts make. In 2022, the most recent year for which data are available, women 50-59 working full-time, year-round were paid about $56,000 annually – $18,300 less than their male counterparts. Women 60-69 were paid about $18,800 less than men in their 60s and women 70 or older were paid about $16,000 less than men in their 70s. To put this in perspective, among people ages 20-29, women were paid a median of $39,200 and men a median of $42,100 – an annual difference of about $3,000. These annual wage losses add up. Estimates suggest that over the course of their careers, women lose an average of nearly $400,000 relative to white non-Hispanic men due to gender and racial wage gaps. Hispanic and Native American and Pacific Islander women make $1 million less than white non-Hispanic men, while Black women make nearly $900,000 less. These earnings deficits mean less purchasing power for women and their families and less financial security for older women (65+), 11.2% of whom live in poverty. In addition, lower wages can impact Social Security benefits and other sources of retirement income such as IRAs and 401(k)s. Research from the Women’s Bureau and the U.S. Census Bureau shows that 70% of the gender pay gap remains unexplained after adjusting for gender differences in education, occupation, industry, work experience, hours worked and other worker characteristics. This remaining unexplained wage gap is due to a combination of unobservable worker characteristics and discrimination. Solutions Salary history bans are one solution that can help alleviate pay disparities. The federal government now bans the use of non-federal salary history to determine wages for federal employees, and the Biden-Harris Administration has proposed a similar rule for federal contractors. Given the outsized role that occupational segregation plays in the gender wage gap, programs that provide pathways for women into high-paying nontraditional occupations, such as the Women’s Bureau’s Women in Apprenticeship and Nontraditional Occupations (WANTO) grant program, can help reduce pay disparities and increase economic security. Furthermore, eliminating discrimination is key to closing gender wage gaps. The federal government is playing a role: Since Fiscal Year 2022, the Department of Labor’s Office of Federal Contract Compliance Programs, the Equal Employment Opportunity Commission and the Department of Justice have collectively recovered over $20 million in monetary relief for women who have experienced pay discrimination in the workplace. Learn more about the gender wage gap and equal pay. Erin George is an Economist at the Women’s Bureau. Gretchen Livingston is the Quantitative Research Branch Chief at the Women’s Bureau. Holloway.Loryn… Mon, 07/01/2024 - 11:40 Erin George, Gretchen Livingston Tags: * Women's Bureau * pay gap * equal pay * featured Read more A Proclamation on Older Americans Month, 2024 | The White House Older Americans have worked their whole lives to achieve the American Dream for their families and communities, making our Nation stronger and building a future of possibilities for new generations. This month, we celebrate their immense contributions to our country and stand firm in our efforts to ensure that every… www.whitehouse.gov July 1 New tool connects miners with vital health resources New tool connects miners with vital health resources Imagine this scenario: John, a miner in his late 30s, realizes he has developed shortness of breath, and his symptoms have been getting worse. A fellow miner recommends that John get evaluated to check for lung disease or other issues. John agrees this is a good idea but isn’t sure how to quickly find care options. In response to scenarios like this, the Department of Labor’s Office of the Chief Information Officer (OCIO) worked collaboratively with the Mine Safety and Health Administration (MSHA) to design and develop the Health Resource Locator Tool, which provides quick access to health services and treatment centers tailored to miners' unique needs. It is accessible via msha.gov and the award-winning Miner Safety & Health app. HOW DOES IT WORK? The tool uses location services to help miners quickly find nearby health services and specialists. This includes treatment centers for exposure to occupational hazards, substance abuse, and mental health care. Users simply need to: * Enter their search criteria: Mine name or mine identification number, city, state or ZIP code, and search radius. * View results: The results are sorted by user preference (alphabetically or by distance). In our scenario, John opens the Miner Safety & Health app on his phone, where the locator tool is seamlessly integrated. The interface is user-friendly, guiding him to enter his details. Almost instantly, the tool provides a list of nearby health services and specialists. He selects a clinic and calls directly from the app to confirm an appointment and get turn-by-turn directions through his phone’s default mapping service. OCIO’S TECH ROLE The development of the Health Resource Locator Tool involved significant technical teamwork led by OCIO. Here’s how we made it happen. * Developing Application Architecture: We designed a robust and intuitive framework to ensure the tool’s reliability and ease of use. * Acquiring and Geocoding Datasets: We gathered essential location data and converted it into usable coordinates for the tool. * Coordinating the Web User Interface for MSHA.gov: We ensured a seamless and cohesive online experience for users accessing the tool via the MSHA website, which received more than 3,000 page views at its initial launch. * Configuring and Integrating the Tool into the Miner Safety & Health App: We embedded the tool into the existing app, enhancing its functionality and accessibility. To date, the app has been downloaded 93,313 times since its 2022 debut, including 21,016 downloads since the locator tool’s addition. The result is a tool that provides real-time information, making it easier for miners to find the health care they need quickly and efficiently. Innovations like these are at the heart of OCIO’s dedication to creating IT solutions that support the department’s mission and serve America’s workers. For more information on the technology behind tools like this, follow OCIO on LinkedIn. Interested in joining the OCIO team? View available positions and apply today! Jason Dittrich is with OCIO’s division of health and safety, and Mike Pulsifer is with OCIO’s division of enterprise architecture at the U.S. Department of Labor. Koebel.Tiffany… Fri, 06/28/2024 - 15:42 Jason Dittrich, Mike Pulsifer Tags: * Office of the Chief Information Officer (OCIO) * Mine Safety and Health Administration (MSHA) * mobile applications * Web applications * health care * miners Read more www.msha.gov June 28 Updated federal grant guidance will help create good jobs Updated federal grant guidance will help create good jobs Recently, the Biden-Harris administration issued important updates to the Office of Management and Budget’s Guidance for Federal Financial Assistance, also known as the “Uniform Grants Guidance,” which sets parameters for how states and localities, and others, can spend federal money and award it to private entities. These updates streamline and clarify requirements that will give state and local governments more opportunities to ensure federal funds are used efficiently while also advancing specific community goals and initiatives like good jobs, equity in recruitment and hiring, environmental sustainability, and uninterrupted delivery of services. Here are some of the most important updates: IDENTIFYING RESPONSIBLE GRANTEE CONTRACTORS The updates help states and localities identify responsible grantee contractors to further federally assisted projects. For example: * Protecting against misclassification: Requires recipients to review contractor integrity, including proper classification of employees. * Sustainable contracting: Encourages recipients and subrecipients to use sustainable products and services in their projects. * Review workforce impacts in cost analysis: Clarifies that recipient cost analyses should consider the procurement transaction’s potential workforce impacts if the procurement transaction will displace public sector employees. * Protecting workers’ right to organize: Makes clear that federal funds cannot be used to persuade or dissuade employees from organizing a union or engaging in collective bargaining. STRONG WORKFORCE PROCUREMENT STANDARDS The new guidance also explains that states and local governments can adopt strong procurement standards that take project stability and workforce issues into account. For example, they can require contractors to: * Establish new project labor agreements. * Target hiring and preferences, including in disadvantaged or underserved communities, and areas with poverty or high unemployment. * Craft agreements that are designed to benefit communities or provide uninterrupted services. * Ensure employees of a predecessor contractor enjoy rights of first refusal under a new contract. TOOLS TO ENSURE GOOD JOBS, AND EQUITABLE ACCESS TO THOSE JOBS The new guidance further clarifies that state and localities can use geographic preference requirements and local hire policies, consistent with federal law and the U.S. Constitution. Local hire preferences help create equitable on-ramps to quality careers in local communities. Under the new guidance, state and local governments can prioritize contracting with small local businesses, which helps bolster local economies and communities. The guidance also incentivizes quality jobs, empowering recipients to incorporate strong scoring mechanisms that reward bidders for committing to specific numbers and types of high-road jobs, as well as certain compensation and benefits. This makes it clear that policy tools like the U.S. Employment Plan can be used on federally funded projects. The most substantial updates to the Uniform Grants Guidance since it went into effect 10 years ago will lead to better outcomes for local economies around the nation. As the Invest in America agenda helps to create jobs in communities across the country, these updates will make sure jobs being created with federal funds are good jobs. Need more information about labor standards for federally assisted projects? Start with these resources: Local and Targeted Hiring Requirements * U.S. Department of Transportation report on creating a local construction workforce * U.S. Department of Transportation guide to using local and economically targeted hire to promote good jobs through the Infrastructure Investment and Jobs Act Project Labor Agreements * Project Labor Agreement resource guide * The U.S. Department of Transportation's construction program guide for Project Labor Agreements Other Pre-hire Agreements * Project labor, community workforce and community benefits resource guide * U.S. Department of Energy Community Benefit Agreement toolkit First Right of Refusal * Final rule to prevent the displacement of skilled and experienced workers in the federal services workforce Bart Sheard is a senior advisor to the secretary at the U.S. Department of Labor. Koebel.Tiffany… Fri, 06/28/2024 - 15:27 Bart Sheard Tags: * project labor agreements * grants * workforce development * good jobs * Office of the Secretary * featured Read more CFO.gov | Uniform Guidance: Title 2 of the Code of Federal Regulations www.cfo.gov June 28 Caribbean roots inspire service to others Caribbean roots inspire service to others Regional Solicitor Samantha Thomas I am Samantha Thomas, the daughter of immigrants that came to the United States from the Caribbean in the 1960s. My father hails from the beautiful island nation of Trinidad and Tobago and my mother from Carriacou, Grenada, in the Grenadine Islands. My family has a legacy of service, and I follow in their footsteps today. My Grenadian great grandfather bravely served during World War II. My grandfather was an elementary school teacher in Carriacou. My parents instilled in me and my two sisters a core value system influenced by our rich Caribbean culture that underscored the importance of hard work, creativity and devotion to community. Those values have guided me throughout many life experiences. While studying international relations in college, I learned about labor exploitation and human trafficking. As the daughter of immigrants who came to this country for a better life and to work, I was outraged to learn that these dreams were used by others to exploit them. I vowed to be part of the change and decided to go to law school. My passion to protect the rights of workers ultimately led me to federal service when I joined the U.S. Department of Labor’s Office of the Solicitor in 2010. I was proud to be appointed regional solicitor of labor in Philadelphia in May. As regional solicitor for five mid-Atlantic states and the District of Columbia, my vision is to steadfastly defend and uphold the rights of workers while also serving as a valuable resource for the community. Just this month, our attorneys secured a consent judgment that recovered $4.4 million in fringe benefits from a Maryland company that mismanaged the funds to cover employer expenses. Last summer, our attorneys’ hard-fought litigation against one of the world’s largest battery manufacturers resulted in a jury awarding $22 million in back wages for more than 7,500 workers – among the largest wage verdicts in the department’s history. Last year, our team secured over $30 million for workers. The work we do makes a real difference. By enforcing labor laws to protect workers from exploitation and other harm, while emphasizing a workplace culture of diversity and inclusion, I hope to bring pride to my family’s inspirational legacy of service – and create more equitable workplaces for generations to come. I am excited to draw upon the teachings and principles of my Caribbean heritage and the longstanding tradition of service within my family as I lead our region in safeguarding and championing the rights of all workers in the United States. Samantha Thomas is the regional solicitor of labor in Philadelphia. Gates.Matthew… Thu, 06/27/2024 - 15:18 Samantha Thomas Tags: * immigrant heritage month * Caribbean Heritage Month Read more blog.dol.gov June 27 SIGN UP TO GET RELEVANT RESOURCES ABOUT EVOLVING COMPLIANCE LAWS AND HR BEST PRACTICES. Name(Required) First Last Email Get Newsletter 79020 Δ GET STARTED Get Started FAQ Resource Contact Us * Follow * Follow * Follow * Follow Copyright Auditocity. All rights reserved. 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